DRAFT/EXEMPLAR

STRICTLY PRIVATE AND CONFIDENTIAL

RECORD OF ALLEGATION AGAINST A PERSON WORKING WITH CHILDREN

This record is to be completed and kept in accordance with the London Child Protection Procedures 2014 para 7.5.1 – below:

Record keeping
7.5.1 / Employers should keep a clear and comprehensive summary of the case record on a person's confidential personnel file and give a copy to the individual. The record should include details of how the allegation was followed up and resolved, the decisions reached and the action taken. It should be kept at least until the person reaches normal retirement age or for ten years if longer.
The purpose of the record is to enable accurate information to be given in response to any future request for a reference if the person has moved on. It will provide clarification where a future DBS request reveals non convicted information, and will help to prevent unnecessary reinvestigation if an allegation re surfaces after a period of time. In this sense it may serve as a protector to the individual themselves, as well as in cases where substantiated allegations need to be known about to safeguard future children.
Details of allegations that are found to be malicious should be removed from personnel records. For education services see the DfE statutory guidance Dealing with Allegations of Abuse Against Teachers and Other Staff which was updated and published for implementation October 1st 2012.

Allegation(s) made against

Name
Address
Date of Birth
Place of employment
Job Title

Summary of Allegation(s)

Allegation received on
Allegation made to
Details of allegation and investigations undertaken
Outcome * including summary of evidence to support this conclusion
Date Issued to Employee

*Outcome Categories - London Child Protection Procedures 2014 para 7.3.19

7.3.19 / The strategy meeting / discussion / initial evaluation should take into account the following definitions when determining the outcome of allegation investigations:
1.  Substantiated: there is sufficient identifiable evidence to prove the allegation;
2.  False: there is sufficient evidence to disprove the allegation;
3.  Malicious: there is clear evidence to prove there has been a deliberate act to deceive and the allegation is entirely false;
4.  Unfounded: there is no evidence or proper basis which supports the allegation being made. It might also indicate that the person making the allegation misinterpreted the incident or was mistaken about what they saw. Alternatively they may not have been aware of all the circumstances;
5.  Unsubstantiated: this is not the same as a false allegation. It means that there is insufficient evidence to prove or disprove the allegation; the term therefore does not imply guilt or innocence.

LS 5 2 14